3. How to BE inspiring to his/her team and how to inspire them to greater
levels of achievement. People want to be wanted, needed, recognized,
appreciated and not treated like a number.
Jim Britt
CEO Jim Britt, International, Inc
That leaders come and go; cultures, meanwhile, evolve. The leader will
have an impact only if he somehow fits into that evolution pattern.
Nick Chuvakhin

4. A leader has to bear in mind that changes in culture take time, so
fortitude and persistence are key for the leader. I agree with others
that leading by example is key. The leader has to live the culture and
demonstrate its behaviors to the company. Also, the leader needs to
be willing to listen for valuable feedback from employees along the
way in the process of culture change.
Sebastian B.
Insurance and Financial Professional

5. Leaders must understand that change in the workplace does not simply
ensue through the implementation of programs, and distribution of
pamphlets and other handouts. Change happens amid employees. Study
any culture in history and you will find that groups, not leaders, create
revolutionary change. Leaders can have some kind of say to the changes
that occur, but they cannot direct change, they can only influence it.
Change does not occur simply because one person wants it to happen; it
happens when a large portion of the people want it and seek it. Simply
put, change transpires when democracy in the workplace has a yearning
for reform. The only thing a leader can really do is guide change and
ensure that it does not lead to a path that may damage or even destroy
the corporation.
Continued

6. Bear also in mind the idiom, “actions speak louder than words”. If
leaders truly want change to occur, then they too must endeavour to
adjust their behaviour by displaying enthusiasm for change. Failure to
do so will deter employees from adapting to the changes of the
workplace culture, because they see no rationale in doing so, given that
their leader shows no interest for it.
Neil P. Moncada
Marketing Specialist & Aspiring Polymath

7. A leader has to bear in mind that changes in culture take time, so
fortitude and persistence are key for the leader. I agree with others
that leading by example is key. The leader has to live the culture and
demonstrate its behaviors to the company. Also, the leader needs to
be willing to listen for valuable feedback from employees along the
way in the process of culture change.
Chris Scott
Business Leader, Strategist, and Implementer

8. 1. Know how much leadership to offer and how much to let the
individuals grow on their own. Try to strike the right balance
between specific and generic guidance so the unique individual
traits of the workers come through in the business model and
solutions to problems, system design and success of the firm are
derived from the people running the enterprise and not from you. An
excellent leader will be sensitive to this concept.
2. Manage constructively by fostering an environment respectful of
all points of view but lead by driving to fulfilling progressive
objectives as a first priority and blend differences of opinion
decisively.
Kenneth Larson
Retired Aerospace Contracts Manager,

9. People come to the workplace with wildly differing degrees of
engagement, for a host of reasons, so I think a leader who tries to
change workplace culture should understand that there will be
reluctance and inertia that a reasonable effort will not completely
overcome, and that trying to maximize buy-in by all parties may hit
diminishing returns. In the case of those who are reluctant,
insulating the other team members from their possible passivity or
negativity should be something to keep in mind.
Bill Nigh
Content Creator and Technical Writer

10. To make a cultural change, first and foremost you will need to
understand and be able write it down – as this will be the No.1, item
to “fuel” your team and allow the Transformation to be done in the
most economical manner i.e. will curb strategic drift.
You will need to be able to understand your corporate maturity level
i.e. Do not give steps any bigger than you can handle.
Perform a stakeholder analysis, and be certain to understand the
likelihood of the key groups buying in to your strategy – you do not
want to find yourself running your own, soon after START.

11. Be honest with your self – do you actually have what it takes to drive
it? Do you have the right leadership style for the type of change? If the
answer is NO, then consider alternatives – your business comes first.
Understand what are the Key Success Factors – if you don’t know what
they are, how will you recognise and celebrate achievements to keep
the momentum going? (believe me you will need those!)
Do you have the right people in the mix? Will you need to acquire
talent and skills in line with the “new world”?
And the final advice is – do not skimp on the planning!!! PPPPP (Proper
Planning Prevent Poor Performance).
John (João) Costa
Strategic Information Systems Executive

12. For more interactive discussions and polls, join us
on LinkedIn:
http://linkd.in/DCTI-Grp